FAKTOR – FAKTOR YANG MEMPENGARUHI FIRM PERFORMANCE TERHADAP JOB STRESS PADA KARYAWAN PENGGUNA PROVIDER TELKOMSEL DI JAKARTA
Keywords:
Pereived Organizational Support (POS), Work Engagement, Firm Performance, Job Stress
Abstract
Penelitian ini bertujuan menganalisis pengaruh Firm Performance terhadap Job Performance, di mediasi Work Engagement pada PT.Telkomsel. Sampel yang digunakan dalam penelitian ini adalah Karyawan dari PT.Telkomsel di Jakarta yang berjumlah 221 responden. Metode pengambilan sampelnya adalah Snow Ball. Metode analisis yang digunakan dalam penelitian ini adalah metode Structural Equation Model (SEM) dengan software AMOS 26 dan software SPSS 27. Hasil menunjukkan bahwa Work Engagement memiliki pengaruh positif terhadap Firm Performance dan Job Stress, Percieved organizational support tidak berpengaruh signifikan terhadap Firm Performance dan Job Stress. Peran work engagement memediasi secara penuh. Implikasi manajerial adalah Meningkatkan intensitas kerja karyawan dapat dilakukan dengan memberikan tujuan yang jelas, penghargaan, insentif, lingkungan kerja positif, pelatihan, dan feedback konstruktif untuk meningkatkan motivasi dan produktivitas. Untuk mempertahankan karyawan tetap sepenuh hati dan terikat, peluang pengembangan, tujuan yang jelas, dan keseimbangan kerja-hidup yang baik, serta ciptakan komunikasi dan lingkungan kerja yang mendukung.References
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Wood, J., Oh, J., Park, J. and Kim, W. (2020), “The relationship between work engagement and work– life balance in organizations: a review of the empirical research”, Human Resource Development Review, Vol. 19 No. 3, pp. 240-262, doi: 10.1177/1534484320917560
Dewi, A. L., Chandra, D. O., & Nugroho. (n.d.). ANALISA PENGARUH PERCEIVED ORGANIZATIONAL SUPPORT (POS) TERHADAP EMPLOYEE PERCEIVED SERVICE (EPSQ) QUALITY DENGAN MEDIASI AFFECTIVE COMMITMENT (AC) PADA RESTORAN “X” DI SURABAYA, (2006), 124–138.
Eisenberger, R., Huntington, R., Hutchison, S., and Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71(3), 500-507.
Hakkak, M.; Ghodsi, M. Investigating the relation between job satisfaction, perceived organizational support and organizational commitment. Int. J. Manag. Humanit. Sci. 2013, 2, 513–520.
Harter, J. K., Schmidt, F. L., and Hayes, T. L. (2002). Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: A meta-analysis. Journal of Applied Psychology, 87(2), 268.
Kaplan, R. S., and Norton, D. P. (1992). The balanced scorecard—Measures that drive performance. Harvard Business Review, 70(1), 71-79.
Kim, W., Kolb, J.A. and Kim, T. (2013), “The relationship between work engagement and performance: a review of empirical literature and a proposed research agenda”, Human Resource Development Review, Vol. 12 No. 3, pp. 248-276, doi: 10.1177/1534484312461635.
Kotter, J. P. (1996). Leading change. Boston, MA: Harvard Business School Press.
Kurtessis, J. N., Eisenberger, R., Ford, M. T., Buffardi, L. C., Stewart, K. A., and Adis, C. S. (2017). Perceived organizational support: A meta-analytic evaluation of organizational support theory. Journal of Management, 43(6), 1854-1884. https://doi.org/10.1177/0149206315575554
Lazarus, R.S. (1991), “Cognition and motivation in emotion”, American Psychologist, Vol. 46 No. 4, p. 352, doi: 10.1037/0003-066X.46.4.352.
Muzakki, M., & Arum, F. F. (2022). Workload, Work Stress, And Work Environment Are Essential Predictors Of Teacher Wellbeing: Empirical Study. Ecobisma (Jurnal Ekonomi, Bisnis Dan Manajemen), 9(2), 1-14.
Organ, D. W. (1988). Organizational citizenship behavior: The good soldier syndrome. Lexington Books/D.C. Heath and Com.
Padula, R.S., Chiavegato, L.D., Cabral, C.M.N., Almeid, T., Ortiz, T. and Carregaro, R.L. (2012), “Is occupational stress associated with work engagement?”, Work, Vol. 41 No. Supplement 1, pp. 2963-2965, doi: 10.3233/WOR-2012-0549-2963.
Rhoades, L., and Eisenberger, R. (2002). Perceived organizational support: A review of the literature. Journal of Applied Psychology, 87(4), 698-714.
Rich, B. L., Lepine, J. A., and Crawford, E. R. (2010). Job engagement: Antecedents and effects on job performance. Academy of Management Journal, 53(3), 617-635. https://doi.org/10.5465/amj.2010.51468988
Richard, P. J., Devinney, T. M., Yip, G. S., and Johnson, G. (2009). Measuring organizational performance: Towards methodological best practice. Journal of Management, 35(3), 718-804.
Riggle, R. J., Edmondson, D. R., and Hansen, J. D. (2009). A meta-analysis of the relationship between perceived organizational support and job outcomes: 20 years of research. *Journal of Business Research,
Schaufeli, W. B., Salanova, M., González-Romá, V., and Bakker, A. B. (2002). The measurement of engagement and burnout: A two sample confirmatory factor analytic approach. Journal of Happiness Studies, 3(1), 71-92.
Wood, J., Oh, J., Park, J. and Kim, W. (2020), “The relationship between work engagement and work– life balance in organizations: a review of the empirical research”, Human Resource Development Review, Vol. 19 No. 3, pp. 240-262, doi: 10.1177/1534484320917560
Published
2025-01-07
How to Cite
Yustika Anggraini, & Dita Oki Berlianti. (2025). FAKTOR – FAKTOR YANG MEMPENGARUHI FIRM PERFORMANCE TERHADAP JOB STRESS PADA KARYAWAN PENGGUNA PROVIDER TELKOMSEL DI JAKARTA. Journal of Social and Economics Research, 6(2), 722-738. https://doi.org/10.54783/jser.v6i2.697
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Articles
